Human Resources Manager

Human Resources Manager

Position Type Full Time Job Shift Day Travel Percentage Negligible Category Human Resources

The HR Manager leads day-to-day Human Resources for all Chickie's & Pete's locations and the corporate headquarters. This role is a hands-on partner to our General Managers and leadership team, responsible for employee relations, hiring and onboarding, training, compliance, benefits, 401(k) and HR records. The HR Manager also serves as a backup to the payroll function, stepping in to verify and process payroll when needed. This position supports our four pillars by making sure we hire, train and keep the right people in a fast-paced, multi-location restaurant environment.

Everything we do at Chickie's & Pete's is built on four pillars. The HR Manager supports each one:

• PEOPLE: Recruit, develop and retain great team members. Build a culture where people feel respected, heard and supported, and where managers lead fairly and consistently.
• CLEAN LOCATIONS: Support safe, clean and compliant restaurants through safety training, Workers' Compensation and OSHA programs, and accountability for standards.
• QUALITY PRODUCT: Make sure every location is staffed with trained, certified team members (ServSafe, RAMP, TIPS) so our food and drinks are prepared and served right every time.
• GUEST EXPERIENCE: Hire for hospitality, train to our standards and recognize team members who deliver great service, because happy team members create happy guests.

Key Responsibilities

• Employee relations: Serve as the go-to resource for General Managers and team members on employee relations, policy questions, coaching and performance issues.
• Investigations: Conduct thorough, timely and confidential investigations of complaints and allegations, document findings and recommend appropriate action.
• Corrective action: Guide managers on progressive discipline, Employee Performance Notices and terminations, ensuring all documentation is complete and consistent.
• Engagement & retention: Lead recognition, team member engagement and retention efforts; track turnover and exit feedback and recommend improvements.
• Attitude: Smile and maintain a positive attitude at all times.
• Culture: Model Chickie's & Pete's standards and a positive, people-first attitude at all times.

Talent Acquisition & Onboarding

• Recruiting: Partner with General Managers on staffing plans for front-of-house and back-of-house roles, including seasonal hiring for shore locations.
• Management hiring: Conduct initial interviews, reference checks and background checks for management and corporate office candidates.
• Onboarding: Partner with the Payroll Manager in the new hire process for all locations, including offer letters, new hire packets, I-9s, residency certificates and tax forms, and verify all paperwork is complete and accurate.
• Offboarding: Ensure terminations are processed correctly and documented, and manage unemployment claims, hearings and employment verifications.

Training & Development

• Certifications: Track RAMP, TIPS and ServSafe certifications, notify managers of upcoming expirations and help schedule training.
• Performance reviews: Run the performance review cycle, follow up on outstanding reviews and support managers with fair, consistent evaluations.
• Training programs: Design and deliver training on harassment prevention, policies, management skills and other topics that strengthen operations.
• Development: Support career paths and leadership development so strong team members can grow into supervisor and management roles.

Compliance, Safety & Risk

• Labor law compliance: Ensure HR and pay practices comply with federal, Pennsylvania, New Jersey and local laws, including wage and hour, tip credit and tip pooling, overtime, breaks, paid leave and minor labor rules.
• Minor labor compliance: Monitor compliance for team members under 18 at every location, including work permits, hour and time-of-day limits, and restricted duties.
• Employee handbook: Maintain and update the employee manual, policies and HR forms as laws and company needs change.
• Workers' Compensation & OSHA: Report and monitor workplace injuries with all required follow-up, complete year-end OSHA reporting and share injury trends with the Safety Committee.
• Audits: Prepare for and support DOL, insurance, accountant and other agency audits.

Compensation, Benefits & Leave

• Benefits: Administer medical, dental, life, disability, 401(k) and other benefits, including enrollments, changes, terminations, annual renewals and invoice review.
• Leave: Manage leave of absence and disability paperwork, including FMLA and state leave requirements.
• Compensation: Oversee the administration of wage changes, bonuses, commissions and salary increases and help keep pay competitive and consistent across locations.
• Records: Maintain accurate, confidential personnel files and HR records, and handle vacation/PTO tracking.

Payroll Support (As Needed)

• Payroll: Assist with verifying and processing payroll in Paycom, including reviewing Payroll reports and imports, tips, overtime and deductions before payroll is submitted.
• Payroll changes: Help enter new hires, terminations, pay rate changes, garnishments and direct deposit updates, and resolve payroll questions and discrepancies.
• Year-end: Support disability and tax reporting, W-2 updates and distribution, and multi-state payroll tax questions with Paycom.
• Coverage: Ensure payroll is never interrupted by cross-training with the payroll team and covering during absences or peak periods.

HR Administration & Reporting

• HR systems: Maintain HRIS and payroll system data accuracy and help set up new companies or locations in Paycom, Mirus and Toast.
• Reporting: Prepare HR reports for the VP of Business Administration on headcount, turnover, hiring, injuries and other key metrics.
• Team support: Provide direction and support to HR and payroll staff as assigned.
• Other duties: Complete additional projects and tasks as assigned.

Use of Artificial Intelligence (AI)

• Everyday productivity: Use company-approved AI tools to help draft job postings, offer letters, policies, training materials and team communications, summarize documents, and analyze HR data such as turnover, hiring and injury trends.
• Recruiting & onboarding tools: Evaluate and manage AI features in recruiting, scheduling, onboarding and payroll systems (such as applicant screening and Paycom automation) to speed up hiring and reduce paperwork for our locations.
• Human oversight: Review all AI output for accuracy, fairness and tone before it is used. Decisions about hiring, pay, promotion, discipline and termination are always made by people, never by AI alone.
• Fair & lawful use: Make sure AI tools comply with federal, Pennsylvania and New Jersey anti-discrimination laws, including the New Jersey Division on Civil Rights guidance on algorithmic discrimination. Ask vendors about bias testing and accessibility, and give candidates notice when required.
• Privacy & confidentiality: Never enter confidential employee, payroll, medical or guest information into public or unapproved AI tools, and protect all data in line with company policy.
• AI policy & training: Help create and maintain the company's AI use policy, and train managers and corporate staff on how to use AI responsibly.
• Stay current: Monitor new AI employment laws and best practices and recommend updates to our practices.

Benefits

• 401(k)
• Health
• Vision
• Dental
• Disability
• Life
• Accident and Critical Illness
• PTO
• Sick Time
• Discounted Mobile Plan
• Financial Wellness

Qualifications

Required

• 3–5+ years of progressive HR experience, ideally in restaurants, hospitality or another multi-location business
• Working knowledge of federal, Pennsylvania and New Jersey employment laws, including tipped employee and minor labor rules
• Hands-on payroll experience, preferably with Paycom or a similar payroll and timekeeping system
• Experience handling employee relations, investigations and terminations with professionalism and confidentiality
• Strong organization